FAQs About Our Services

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Retained Executive Search is a process whereby a company (the client) retains a search firm to locate and identify the proper candidates they need.  In retained search, the contract between the client and the search firm is exclusive.  This arrangement displays a level of trust and confidence that the best candidates are looking for when they agree to discuss career decisions.  Under this arrangement, confidentiality of both client and candidate are preserved until disclosure is appropriate and mutually agreed.

One of the most challenging responsibilities facing management today is attracting and keeping outstanding personnel.  Retained search is the most proactive way to assure the best results are achieved in your recruiting process.

1. To obtain the best, pre-screened, referenced checked and ranked candidates available. 
2. To have total confidentiality for your search.  It is extremely difficult to keep a confidential replacement  or search unknown within your company unless you go outside. 
3. To avoid the "Ad response" headaches of: 

• Addressing a volume of responses - There are over one billion lines of help wanted advertising daily in the United States. Who reads these?  Is that the person you want to hire? 
• Determining real qualifications - It is common for individuals to inflate their education and experience on resumes.  A good search firm will investigate the stated qualifications prior to submitting a candidate. 
• Screening and interviewing large numbers - under some circumstances, an ad can generate an avalanche of submissions.  Often the screening process is daunting.   Executive search avoids this entirely. 
• To assist with rapid growth - In time of rapid growth, it is impossible for the executives to devote the time required to search for a qualified candidate.  A qualified executive search firm will know how to assist and where to find the proper talent. 
• To save the time of your top managers - In the search, many are called and interviewed, few are submitted for  consideration. 
• To save money - Investigate the money spent on:  

1. Advertising which can be hundreds or thousands of dollars for each ad.
2. Resume review time by human resources and top management. 
3. Interview time of candidates not hired.  

  Initial Client Meeting/Position/Organization Analysis:
There is no one "best" candidate to fill a position.  Tipton International looks for individuals who will fit into your organization and culture.  In order to thoroughly understand your organization, we review all available organization materials that are relevant to the overall understanding of your services, goals and long-range plans. We also interview the hiring authority and other appropriate individuals to gather relevant data.  This helps us develop an accurate position profile that will ensure that we understand your expectations and properly target our recruitment efforts. This process allows for up-to-date information sharing with potential candidates and allows us to act as an external extension of your organization.

Recruitment:
Since the very best candidates are normally not seeking a job change, we directly recruit qualified candidates to encourage interest in your position.  In addition, we search through our extensive database of resumes, organizations and identified "leaders" in their fields for potential candidates and referral sources and networks with established contact developed through our many years in conducting similar assignments.  When appropriate, we place ads in professional journals.

Candidate Evaluation and Assessment:
To properly identify the best qualified candidates, we match the criteria developed with your organization to the backgrounds and experience of the individuals being considered.  We perform extensive background checks, including references, to avoid misrepresentation and to help you determine which of the recommended candidates best suits your needs.  This includes documentation of objective factors such as education and experience as well as subjective factors such as management style, abilities and personal attributes. We evaluate and update, when appropriate, candidate resumes to clearly reflect all relevant experience and also complete a face-to-face assessment evaluation with the top candidates prior to recommendation for final interview with your organization.  A credit, education, certification, department of motor vehicles, felony and misdemeanor check is also typically done on the final candidate at point of offer when requested by you or your organization.

Special Assistance:
To ensure the timely completion of the recruitment effort, we routinely provide services to you which include arranging the interview schedules for final candidates; advising on housing, relocation trends and employment packages, including salary and fringe benefits; acting as a liaison in discussing offers and counteroffers; talking with spouse or significant others; and conducting final reference checks with current employers when appropriate.  This process assists in a candidate being able to make quality decisions to join your organization.

The Client's Role:
Tipton International’s search process requires an exceptionally close working relationship with your organization.  You have a very important role in the recruitment process.  We are not a substitute for your organization and, while we may identify and recommend qualified candidates, it is you who must make the final decision regarding the candidate who is to become your employee.

In order to ensure that only the most qualified candidates are available to choose from, you should be willing to clearly inform us about matters relevant to the search. All confidential matters will remain confidential.  Anticipated changes in your organization that my affect the overall organizational goals and impact the position being recruited for must be communicated as early as possible in the search. Timely feedback regarding the information, candidates and other recommendations submitted is also important.  This will allow you to promptly decide upon and follow-up with interviewing the most promising candidates.

The Time for a Search:
We realize that your time is critical.  We do the utmost to ensure that we use it productively.  A normal executive search takes about 60 to 90 days to complete. The process is designed to meet your needs, so a step-by-step timetable is jointly developed with you in the early stages of the recruitment process.  Some searches are completed on shorter timetables when very close coordination with the client is experienced.  Various searches may require a longer time period if decision makers are not available to conduct the interview process in a timely manner.

Follow up:
After the search is completed, Tipton International will continue to follow-up with you and your new employee.  This insures that any questions or concerns are handled before a problem becomes an issue.

 Every business needs an executive search firm. Our industries include Engineering, Finance, Healthcare, Higher Education, Life Sciences, Manufacturing, Mergers and Acquisitions, Semiconductors and Start Ups. 

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